A National Survey of postgraduate physician assistant fellowship and residency programs

Kidd, Vasco Deon; Vanderlinden, Sarah; Hooker, Roderick S.

doi:10.1186/s12909-021-02613-y

Cited by 34 publications

(44 citation statements)

References 16 publications

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Section: Introductionmentioning

confidence: 99%

“…The development of postgraduate programs for physician assistants (PAs) began over four decades ago [ 1 , 2 ]. Currently, there are approximately 73 postgraduate programs affiliated with the Association of Postgraduate Physician Assistant Programs (APPAP) spread across a broad range of medical and surgical disciplines [ 1 , 2 ]. All member programs of APPAP are formal postgraduate PA programs that offer structured curricula, including didactic and clinical components, to educate licensed and certified PAs for a defined period of time (usually 12 months) in a medical specialty (APPAP.org).…”

Section: Introductionmentioning

confidence: 99%

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An analysis of the selection criteria for postgraduate physician assistant residency and fellowship programs in the United States

2021

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Background This study aims to investigate the admission criteria used by physician assistant postgraduate education programs in selecting licensed PA applicants for postgraduate training in the United States. To our knowledge, there have been no previously published reports on selection criteria and/or other factors influencing postgraduate PA admission decisions. Method A non-experimental, descriptive research study was designed to obtain information from members of the Association of Postgraduate Physician Assistant Programs (APPAP). Results Twenty-three out of 73 postgraduate programs (35%) responded to the survey. The study reported that applicant PAs and NPs are largely selected on the basis of several factors. The most heavily weighted factor is the interview itself; other selection criteria perceived to be extremely/very important included board certification/eligibility, letters of recommendation, advanced degree, and personal essay. Survey data suggest that publications, undergraduate transcripts, and class rankings are not considered to be of high importance in applicant selection. The number of PA applicants applying to each postgraduate training program averages around 26 and total number of enrollees is about 3.6 per program. Additionally, some programs reported furloughing of trainees (temporary suspension of didactic and clinical training) during the pandemic, whereas the vast majority of postgraduate PA programs remained operational and some even experienced an increase in application volume. The total cost of training a PA resident or fellow in postgraduate programs is currently $93,000 whereas the average cost of training a categorical physician resident is estimated at $150,000 per year when considering both salary and benefits. Conclusions This novel study examined criteria and other factors used by postgraduate PA programs in selecting candidates for admission. Results can be used by postgraduate programs to improve or modify current selection criteria to enhance the quality of trainee selection. Further research is needed to examine correlations between applicant attributes, selection criteria, and trainee success in completing postgraduate training.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

An analysis of the selection criteria for postgraduate physician assistant residency and fellowship programs in the United States

2021

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“…During the pandemic, there are also examples for successful real-world data generation related to clinical practice educational gaps and perspectives of HCPs using digital tools like SurveyMonkey, which can create anonymised surveys [ 72 – 75 ]. These also stand as examples for leading data generation projects by MSLs through virtual interactions with HCPs [ 76 ].…”

Section: Digital Fitness For Medical Affairs Function: Insights and Learnings For The Futurementioning

confidence: 99%

Digital Transformation in Medical Affairs Sparked by the Pandemic: Insights and Learnings from COVID-19 Era and Beyond

Furtner¹,

Shinde

Singh

et al. 2021

Pharm Med

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A number of developments, including increasing regulatory and compliance scrutiny, increased transparency expectations, an increasingly vocal patient, patient centricity and greater requirements for real-world evidence, have driven the growth and importance of medical affairs as a trusted, science-driven partner over the past decade. The healthcare environment is shifting towards a digital, data-driven and payor-focused model. Likewise, medical affairs as a function within the pharmaceutical industry has become more “patient-centric” with strategic engagements embracing payers and patients apart from clinicians. The pandemic has impacted the healthcare industry as well as the function of medical affairs in numerous ways and has brought new challenges and demands to tackle. There is indeed a silver lining due to intense digital transformation within this crisis. The emerging digital innovation and new technologies in healthcare, medical education and virtual communications are likely to stay and advance further. In this review, we discuss how the digital transformation sparked by the pandemic has impacted the medical affairs function in pharmaceuticals and provide further insights and learnings from the COVID-19 era and beyond. Based on the learning and insights, digital innovation in three key strategic imperatives of medical affairs—HCP engagement, external partnerships and data generation will enable medical affairs to become future-fit as a strategic leadership function.

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“…There is ample research indicating that PAs and NPs provide excellent clinical care without postgraduate residency/fellowship training (25,26); nevertheless, there has been an expanded interest in these postgraduate programs from both federal and public sectors due in part to projected shortfalls in physician specialties and a desire among some PAs and NPs to improve "clinical readiness" through transition-to-practice opportunities. Additionally, some academic health systems have adopted PA and NP fellowship/residency training programs to bolster recruitment and retention strategies of quali ed career staff (27). In the last few years, there has also been a consistent trend towards increased growth of research in the eld of postgraduate PA and NP training (27)(28)(29)(30)(31)(32)(33)(34)(35)(36)(37)(38)(39)(40)(41)(42), though a dearth of published studies investigating diversity efforts in these programs remains.…”

Section: Introductionmentioning

confidence: 99%

A survey of implicit bias training in physician assistant and nurse practitioner postgraduate fellowship/residency programs

Kidd

Spisak

Vanderlinden

et al. 2022

Preprint

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Background: There has been renewed focus on advancing inclusivity within organized medicine to reduce health disparities and achieve health equity by addressing the deleterious effects of implicit bias in healthcare and clinical outcomes. It is well documented that negative implicit attitudes and stereotypes perpetuate inequity in healthcare.The aim of this study is to investigate implicit bias training in postgraduate physician assistant (PA) and nurse practitioner (NP) education; describe delivery of content to trainees; and detail program directors’ attitudes toward this type of training. Although there is research examining implicit bias training in physician residency training, there are no published studies on implicit bias training in postgraduate PA and NP postgraduate residency/fellowship programs.Method: A non-experimental, descriptive study was designed to obtain information via survey from members of the Association of Postgraduate Physician Assistant Programs (APPAP).Results: The response rate was 41%. The majority of respondents (76%) felt that PA and NP postgraduate programs should include implicit bias instruction. Educational strategies used by PA and NP postgraduate programs or their sponsoring institution to deliver implicit bias content to trainees include: implicit bias training modules (50%), facilitated group discussions (36%), invited speaker on implicit bias (33%), case studies on implicit bias (16%), and implicit association test (10%); however, 30% of postgraduate programs do not provide implicit bias training to PA and/or NP trainees. Barriers to implementing implicit bias training expressed by some postgraduate programs include: uncertainty in how to incorporate implicit bias training (16%); lack of strategic alignment with training program or sponsoring institution (13%); time constraints (10%); financial constraints (6%); lack of access to content experts (6%); and unfamiliarity with evidence supporting implicit bias training (6%).Conclusion: The present study sheds some light on the current state of implicit bias training in PA and NP postgraduate residency/fellowship programs. While the majority of programs offer some sort of implicit bias training, there is a need to standardize this training in PA and NP postgraduate education curricula using an actionable framework.

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A National Survey of postgraduate physician assistant fellowship and residency programs

Cited by 34 publications

References 16 publications

An analysis of the selection criteria for postgraduate physician assistant residency and fellowship programs in the United States

An analysis of the selection criteria for postgraduate physician assistant residency and fellowship programs in the United States

Digital Transformation in Medical Affairs Sparked by the Pandemic: Insights and Learnings from COVID-19 Era and Beyond

A survey of implicit bias training in physician assistant and nurse practitioner postgraduate fellowship/residency programs

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